Professional Documents
Culture Documents
Learning Objectives:
Contrast the three components of an attitude Identify the role consistency plays in attitudes Summarize the relationship between attitudes and behavior Discuss similarities and differences between job satisfaction and the other job attitudes discussed Summarize the main causes of job satisfaction Identify four employee responses to dissatisfaction
ATTITUDES
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evaluative statements (either favorable or unfavorable) concerning objects, people, or events. reflect how one feels about something. ex: I like my job.
What are the main components of attitudes? How consistent are attitudes? Does behavior always follow after attitudes? What are the major job attitudes? How are employee attitudes measured? What is the importance of attitudes to workplace diversity?
Behavioral = action Im looking for other work; Ive complained about my supervisor to anyone who would listen.
What are the main components of attitudes? How consistent are attitudes? Does behavior always follow after attitudes? What are the major job attitudes? How are employee attitudes measured? What is the importance of attitudes to workplace diversity?
Research has generally concluded that people seek consistency among their attitudes and between their attitudes and their behavior. This means that individuals seek to reconcile divergent attitudes and align their attitudes and behavior so they appear rational and consistent. ex: a certain college girl believes that sororities are good and that pledging a sorority is important. If she fails to make a sorority, however, she may say, I recognized that sorority life isnt all good anyway. When there is inconsistency, forces are initiated to return the individual to an equilibrium state in which attitudes and behavior are again consistent. This can be done by altering either the attitudes or the behavior, or by developing a rationalization for the discrepancy.
What are the main components of attitudes? How consistent are attitudes? Does behavior always follow after attitudes? What are the major job attitudes? How are employee attitudes measured? What is the importance of attitudes to workplace diversity?
Early research on attitudes assumed that they were causally related to behavior; that is, the attitudes that people hold determine what they do.
However, in the late 1960s, this assumed relationship between attitudes and behavior was challenged by a review of the research. Based on an evaluation of a number of studies that investigated the attitudeattitude-behavior relationship, the reviewer concluded that attitudes were unrelated to behavior or, at best, only slightly related.
More recent research has demonstrated that attitudes significantly predict future behavior and confirmed Festingers original belief that the relationship can be enhanced by taking moderating variables into account.
moderating variables
The most powerful moderators of the attitudeattitude-behavior relationship have been found to be:
Importance of the attitude (fundamental values, self-interest, identification with the selfindividuals/groups that a person values) Its specificity Its accessibility Social pressures Direct experience
selfself-perception theory
- attitudes are used after the fact to make sense out of an action that has already occurred.
SelfSelf-perception argues that attitudes are used after the fact to make sense out of an action that has already occurred rather than as devices that precede and guide action.
What are the main components of attitudes? How consistent are attitudes? Does behavior always follow after attitudes? What are the major job attitudes? How are employee attitudes measured? What is the importance of attitudes to workplace diversity?
1.
Job satisfaction
A positive feeling about ones job resulting from an evaluation of its characteristics.
2.
Job involvement
The degree to which a person identifies with a job, actively participates in it, and considers performance important to selfselfworth. Closely related concept is psychological empowerment which is employees belief in the degree to which they impact their work environment, their competence, the meaningfulness of their job, and the perceived autonomy in their work.
3.
Organizational commitment
The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.
Affective commitment an emotional attachment to the organization and a belief in its values. Continuance commitment the perceived economic value of remaining with an organization compared to leaving it. Normative commitment an obligation to remain with the organization for moral or ethical reasons.
Perceived Organizational Support (POS) the degree to which employees believe the organization values their contribution and cares about their wellwellbeing. Employee engagement an individuals involvement with, satisfaction with, and enthusiasm for the work they do.
2.
What are the main components of attitudes? How consistent are attitudes? Does behavior always follow after attitudes? What are the major job attitudes? How are employee attitudes measured? What is the importance of attitudes to workplace diversity?
attitude surveys
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Eliciting responses from employees through questionnaires on how they feel about their jobs, work groups, supervisors, and the organization.
What are the main components of attitudes? How consistent are attitudes? Does behavior always follow after attitudes? What are the major job attitudes? How are employee attitudes measured? What is the importance of attitudes to workplace diversity?
Diversity Programs
Almost all include a self-evaluation selfphase
People are pressed to examine themselves and to confront ethic and cultural stereotypes they might hold.
Participants typically take part in group discussions or panels with representatives from diverse groups Arranging for people to do volunteer work in community or social service centers
In order to meet face to face with individuals and groups from diverse backgrounds and using exercises that let participants feel what its like to be different.
JOB SATISFACTION
A positive feeling about ones job resulting from an evaluation of its characteristics.
Is a method nothing more than asking individuals to respond to one question, such as All things considered, how satisfied are you with your job? More sophisticated method. It identifies key elements in a job and asks for the employees feelings about each. Typical factors that would be included are the nature of the work, supervision, present pay, promotion opportunities, and relations with coworkers.
Exit
Dissatisfaction expressed through behavior directed toward leaving the organization. Dissatisfaction expressed through active and constructive attempts to improve conditions. Dissatisfaction expressed by passively waiting for conditions to improve. Dissatisfaction expressed through allowing conditions to worsen.
Voice
Loyalty
Neglect
Exit and neglect behaviors encompass our performance variables (productivity, absenteeism, and turnover). Voice and loyalty are constructive behaviors that allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions.
EXIT
VOICE
Destructive
Constructive
NEGLECT
LOYALTY
Passive